Top 8 Best Recruiting Practices in Australia (With Key Tips)
Recruitment is a fundamental process for managers who want to acquire new candidates to fill job roles. By implementing an effective recruitment strategy, employers can gain skilled candidates who are qualified in their specific field without investing too much time or money during the hiring process. If you are looking to fill positions, being aware of efficient recruitment strategies can help you get the talent you need. In this article, we explore the top eight best recruiting practices in Australia along with their benefits.
Top 8 best recruiting practices in Australia
Depending on factors such as company size, access to resources and budgets, different recruiting practices may be suitable for different businesses. There are several recruiting strategies that can optimise your hiring process. It is important to understand the needs of the business before choosing the right recruitment practices. Here are eight of the best recruiting practices in Australia that you can apply to your recruitment process:
1. Consider how you write job descriptions
The way you write a job description can be a critical element in the recruiting process. The description could include a range of information that not only outlines the primary responsibilities of the job, but also explains the ideal candidate that you are seeking, along with qualification and skill expectations. Many candidates read job descriptions to learn the key duties, so you may want to ensure these are listed accurately. By offering the expected salary and job location information in the description, you may prevent candidates from withdrawing their applications later in the hiring process.
Depending on the available position, you may focus more on hard skills than soft skills, especially if it's a technical role that you're advertising. Ensure that technical requirements, such as proficiency in a particular type of software, are clearly outlined. This may attract candidates who are already experienced in a similar field. This may enable you to spend less time training the candidate, which may boost overall productivity levels. The candidate may feel confident conducting work independently within a few days because of their familiarity with software or tasks, allowing you to focus on other areas of the business.
2. Be proactive
Being proactive is a recruitment practice that ensures you fill job positions before they become vacant. For important positions, such as senior roles, this is essential for maintaining business operations. To practise proactive recruitment, maintaining an awareness of any upcoming positions can be helpful. The benefit of proactive recruitment might be that you have an extended amount of time in advance to find the best candidates. You can use social media platforms or your own personal network to establish connections with talented and worthy individuals.
After you have built up a professional relationship as part of your networking, introduce the candidate to the available role. Explain why you think they would be a suitable fit and how the company can support them. With an effective and persuasive advertising technique, your sourced candidate may agree to apply for the position. If successful, you can then assist them in the next steps of the process. If you lack the time to focus on proactively recruiting candidates, consider employing a hiring manager to take on this responsibility on your behalf.
3. Advertise the job well
Advertise your job roles on platforms that attract the candidates most suitable for the available position. For example, when advertising a creative writing job, you could advertise the role during a spoken poetry event, reach out to English departments at universities or place an advertisement on a website where creative writers share their work. This may help you to find suitable individuals with skills and passions in creative writing. For more specialist roles, you may consider attending conferences in a relevant field for networking purposes.
The websites and platforms you use to advertise the job can also affect the number of candidates. When looking for a larger number of candidates to fill several positions, it is best to find an advertising board that candidates visit frequently. The Indeed Job Board may be a great place to advertise roles and increase the number of applications you receive to fill a position more quickly.
4. Use social media to find talent
The innovative method of networking with prospective candidates through social recruiting can enable you to browse online resumes, portfolios and profiles to identify suitable individuals. You are also more likely to engage directly with prospective candidates, increasing your chances of receiving a timely response.
If the business also has its own social media account, you may consider advertising the job role across your social media platforms as well. This can be an effective way to answer candidate questions more quickly and engage with prospective employees. Candidates who find the job advertisement through your social media may be more likely to be familiar with your brand and company values, which can be beneficial for productivity.
5. Consider partnering with a recruitment agency
If it is within budget, you could consider partnering with a recruitment agency. Finding the right recruitment agency that understands the company's needs and requirements can be a great way to save time while hiring new staff members. A recruitment agency comprises individuals who possess professional hiring skills, which may offer more benefits for recruiting suitable potential employees.
These recruitment businesses are also likely to have an extensive network of candidates seeking a wide range of work. This can decrease the time it takes to hire more staff and aid productivity levels. If you are advertising for a job role that requires a niche skill set, utilising a recruitment agency may be a cost-effective way to reach compatible individuals.
6. Ask candidates to take a skills test
By requiring candidates to take a skills test as part of the initial job application stage, you can identify suitable candidates more quickly and eliminate under-qualified ones. If you receive large numbers of job applications, this can be a cost-effective method to save you time by reducing the number of unsuitable applications to be processed. You could ask employees in similar job positions to help you form the questions to ask candidates and also create your own test to ensure the correct skills are being tested.
Alternatively, you can outsource the production of a skills assessment to a company that can create a comprehensive test. It may also be beneficial to ask prospective candidates to take a skills test if you are using applicant tracking systems. Using this tracking software, you can set a minimum score on the skills test that enables the applicant to 'pass'. This means that you are more likely to only receive job applications from those who have passed your skills test, increasing the standard of your candidate talent pool.
7. Try internal sourcing
Using internal sourcing to fill positions can be a great way to maintain a high standard of work, as you are already familiar with the skill set and work ethic of current employees. For employees, job promotions can be excellent tools for motivation to encourage them to work hard. In addition to boosting employee satisfaction levels, promotions can also increase your retention rates, as employees may recognise that they can grow professionally within the company rather than seek work elsewhere.
Internal sourcing can take many forms other than promotions, such as job transfers to a different position or department, changing work contracts from part-time to full-time and employing past members of staff. Another way to utilise your current internal workforce is by running an employee referral scheme that offers incentives, such as a bonus, if their recommended candidate is successful in getting the position. This may increase productivity, reduce turnover and save you time and money throughout the hiring process, since your existing employees are more likely to only refer candidates that are skilled and suitable for the role.
8. Ensure your business is attractive to potential candidates
Consider your brand as an employer when seeking to attract quality candidates, and determine what you offer that will make people want to work for you. Include positive aspects of company culture and values, along with employee benefits, in the job description and job advertisement.